Friction free recruiting. We are all looking for ways to move the process along while bringing efficiency to the process and presenting the client with quality submittals. What can we jettison in this process? Let’s take a look at the job description. Should we replace with a few short bullet points in an e-mail or tweet?
The short answer to the question is no. With the advent of startups, new businesses emerging, and technology, the ever-changing classic job description is not appealing or compelling for the average job seeker today. Who wants to work at a company whose actually “documents” and “archives”? If the perception is that this in an outdated practice, could it mean that the firm’s brand is similarly outdated?
We all agree that jobs do change however we should have a compelling foundation to start with.
Simply because a company has been around for many years does not mean it is outdated; and simply because a company is a startup does not mean it doesn’t need some help remaining culturally relevant.
Job descriptions help establish a brand. They help us in the recruiting space by informing our candidates about what they are applying to. For sure, an uninspiring job description will not generate interest in top talent vying for your positions. Having something that is informative while conveying a sense of “who we are” may serve that purpose and also ensure you are building a team with people who are genuinely interested in working with and growing in your company.
Just as a client may deal out a candidate due to boring resume, so may a candidate click right past the description is les than enthusiastic.
If you cannot find the right way to get something into a meaningful and inspiring description, look for someone who can help. It makes a difference and helps us tell your story!
Anneleise Muscari is recruiter with King & Bishop
David Mardirosian is a Staffing Consultant with Finish Line Staffing
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